Consulting for lasting change

You know that you really should change a behavior but can't bring yourself to make the change

A valued employee who needs to change and doesn't

An employee who is oblivious to the effect that he or she has on others

Efforts to change the organization fail or move forward much too slowly

If so, a limited, well-defined coaching engagement can help to assess the situation and to explore possible ways forward. Among the tools that might be used in a consulting engagement, Robert Kegan and Lisa Lahey's Immunity to Change framework can help to pinpoint why things are stuck and what assumptions might be supporting the lack of progress.